Know why each person is on your shortlist.
Mindshake runs retained executive searches for boards, founders and investors in deep tech and energy. We assess candidates against your brief, including the work they've done with AI.
You are here · Executive search
A record you can examine before you hire.
Record of Tomàs Meulenberg, partner
We would rather show you the record than quote a figure you cannot check. Every company, its sector and the investors behind it are listed below, from one partner's own work, including the years at the firm he was with before Mindshake.
See what the hiring team sees.
Inspect the shortlist and the evidence behind each introduction. Your hiring team decides who to meet.
Every stage counted, and the shortlist ranked by fit against the brief.
Two strengths, one open question, and the reason for the introduction in two sentences under the score.
The requirements from your own brief, each with the evidence behind its score.
Mark interest, leave a note, and watch the count on the strip and the log change with it.
Real product UI. Fictional data and simulated actions.
From brief to appointment.
Our assessment method: brief, evidence, decision.
Use the same questions for every candidate. Keep the reasons for an introduction open to inspection.
- 01
Write the decision before the job title
- Bring
- The decisions this person will own.
- Test
- What must be different after the hire? Which constraints will remain?
- Keep
- A brief and scorecard agreed before approaches begin.
- 02
Ask for evidence of the work
- Bring
- A specific example, the candidate’s part in it and its context.
- Test
- What did they decide? What changed? What can be checked?
- Keep
- Evidence beside each criterion, with gaps left visible.
- 03
Separate the recommendation from the decision
- Bring
- Comparable evidence and the unanswered questions.
- Test
- Which trade-offs can the hiring team accept? What still needs a reference?
- Keep
- A reasoned introduction. Your hiring team decides.
Agree the brief
Set the role's priorities, the experience it needs and the trade-offs you'll accept. Agree the brief before approaching candidates.
Map the market
Look beyond direct competitors to adjacent businesses. Map candidates against the brief and use existing relationships to reach them where possible.
Assess the shortlist
Test experience and motivation, check references, and establish compensation and availability before introductions.
Work through the offer
Build the offer around the candidate's motivations and the company's requirements, including pay and start conditions.
Which roles do we search for?
Board members, C-suite executives and their direct reports, across Europe and the US. Browse the functions and role titles below.
Roles by function
General management
Group CEO · Chief Executive Officer · Managing Director · Country CEO · Executive Chairman · General Manager
Commercial
Chief Commercial Officer · Chief Revenue Officer · Chief Sales Officer · VP Sales · Sales Director · Partnership Director
Product
Chief Product Officer · VP Product · Head of Product · Product Director
Strategy
Chief of Staff · Chief Strategy Officer · VP Strategy · Head of Strategy
Marketing
Chief Marketing Officer · Chief Communications Officer · VP Marketing · Growth Director · Head of Marketing
Technology
Chief Technology Officer · VP Engineering · Director of Engineering · Head of Engineering
People & culture
Chief HR Officer · VP People · Director of Human Resources · Director Talent Acquisition · Head of People and Culture
Finance
Group CFO · Chief Financial Officer · VP Finance · M&A Director · Corporate Finance Director · Head of Accounting
Operations
Chief Operations Officer · Chief Delivery Officer · Head of Operations · Head of Sales Operations
The search record behind the practice.
Companies Tomàs has searched for, before Mindshake. Investors are the backers of those companies, not clients.
Explore these companies and investors
Companies and investors from our partner's own work before Mindshake. Investor backing does not imply a direct engagement or endorsement of Mindshake.
Selected company experience
- 3Shape (HealthTech)
- Ahold Delhaize (eCommerce)
- ASML (DeepTech & AI)
- Bol.com (eCommerce)
- Booking.com (TravelTech)
- CoreDux (DeepTech & AI)
- Destinus (DeepTech & AI)
- Doctolib (HealthTech)
- Dunlop Protective Footwear (Consumer Tech)
- Dümmen Orange (Enterprise)
- FairMoney (FinTech)
- HARDT Hyperloop (DeepTech & AI)
- Helsing (DeepTech & AI)
- InnovationQuarter (Investor & Company Builder)
- Invest-NL (Investor & Company Builder)
- Klarna (FinTech)
- Koninklijke Hordijk (Logistics)
- Konux (DeepTech & AI)
- Magazino (DeepTech & AI)
- N26 (FinTech)
- Nearfield Instruments (DeepTech & AI)
- Nomagic (DeepTech & AI)
- ProRail (Infrastructure & Security)
- Royal FloraHolland (Logistics)
- SALT Amsterdam (Media & Gaming)
- SEA.AI (DeepTech & AI)
- Starship Technologies (Logistics)
- Tata Steel (Infrastructure & Security)
- Taxfix (FinTech)
- TNO (DeepTech & AI)
- Wise (FinTech)
- Zetacom (Enterprise)
Venture capital
- Andreessen Horowitz
- Atomico
- Creandum
- Earlybird Venture Capital
- Fidelity Management & Research
- General Catalyst
- Innovation Industries
- Insight Partners
- Kleiner Perkins
- NATO Innovation Fund
- NEA
- Northzone
- SpeedInvest
- Temasek
- Walden Catalyst Ventures
Private equity
- Arcline Investment Management
- Armira
- Avedon Capital Partners
- BC Partners
- CVC Capital Partners
- EQT
- FSN Capital Partners
- Hg Capital
- ICG
- Main Capital Partners
- Montagu
- Partners Group
- Silverfleet Capital
- Vista Equity Partners
Sectors in the record
- Climate Tech
- Consumer Tech
- DeepTech & AI
- Enterprise
- FinTech
- HealthTech
- Infrastructure & Security
- Investor & Company Builder
- Logistics
- eCommerce
- Media & Gaming
- Professional Services
- SaaS
- TravelTech
Before you open a search.
What do we agree before starting?
Search is a retained engagement. Agree the brief, assessment criteria and scope before approaching candidates. There isn't a published rate card; a partner sets out the scope and fees for your search.
Agree how you'll review evidence and receive updates, and plan for interviews, an offer and the candidate's notice period after the shortlist. Read about fees.
How long until we see a shortlist?
We set the shortlist date with you when we agree the brief, so you know it before the search starts. The appointment itself depends on interviews, the offer and notice periods, the same as any senior hire.
What if the hire doesn't work out?
We agree what happens if someone leaves early before the search starts, as part of the fee conversation, not after it. Ask your partner what is covered for your search.
What does AI do, and who makes the decision?
The desk organises research and drafts messages for review. The partner running your search assesses candidates and decides who to recommend.
Considering your next move?
Speak directly with Tomàs about your next role. Please don't send a CV or confidential details through Ada. We don't publish open roles. Tell Tomàs what you're looking for.
Prepare a candidate enquiry. Agree confidentiality and consent with a person before sharing details. How your information is handled.
How is this different from a normal search firm?
Most search firms hand you CVs and a feeling about fit. We run our own search desk, so every candidate is checked against real AI work rather than a title, and you see the reasoning behind each name before you decide.
Should we consider someone already in the team?
Include internal candidates in the brief. If the role keeps becoming vacant, examine its remit and working conditions before repeating the search.